Strengthening Your Employee Value Proposition with Total Rewards

Rethink your approach to total rewards to unlock workforce potential, differentiate your EVP and create a compelling employee experience for the future of work.
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For employers to effectively compete and thrive, they need to create a meaningful employee value proposition (EVP) that delivers a compelling employee experience and meets the full range of their employees’ needs as they prepare for the future of work.

It’s no longer enough for HR leaders to attract and retain talent with compensation and benefits alone. These contractual rewards remain important and foundational, but are too easily replicated and expensive to change. Employees expect and need more.

79%

of adults trust employers to give sound, independent advice on planning, saving and investing.

78%

of employees would work on a contract basis and 51% want more flexible options.

50%

of employees want more focus on health and wellness.

It’s time for HR leaders to rethink employee rewards strategy to unlock workforce potential, one employee at a time.
Download this article to learn how to:
  • Expand your total rewards model to include more of what today’s employees want and expect
  • Differentiate your employee value proposition with meaningful and targeted rewards that  respond to employee needs for career growth, total well-being, and sense of purpose
  • Utilize the power of analytics to optimize your employee rewards programs and link changes to business outcomes
  • Design employee rewards based on personas and deliver engaging and personalized communications

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